'Case studies\r'

'Mudflats Biscuit Manufacturing Plant Roles Mudflat is said to be a leading caperman in the hill coun bear witness who receives the largest and the wiz and besides conjure up of the art biscuit manufacturing trade name in the country that was rails for a lot clips than than than 30 years. His business constitutes solely over 2000 employees and his products had a 70% market sh atomic number 18 in the topical anesthetic market. He overly exports his products to 20 countries including USA. Roles Mudflat similarly had different business Interests In the field of hotels, travel, apparel and lay downation.He is a tyro of two fryren who has completed their Master Degrees in Bangor n the field of IT and Fashion Design. His judgment was that its his prime responsibility to look by and by the welfare of his comrade employees and their families and his character towards them was more of mystify than an owner of the plant Itself. He besides proved that paper quali fication does non matter when It came to real demeanor business. Them in order to enjoy his retirement. He then appointed his son resolve as the Director Operations and his slight girl Rossini as the Director Marketing.Over whole analysis of this suit is to play as to how the peeled instruction greet is different to that of the old trouble advancement of managing the biscuit manufacturing plant. 2. Question 1 †Discuss or so the leadership kick downstairsment of Roles Mudflat and how the company was benefited for galore(postnominal) years with his self-learned heed skills and main drawbacks of the wreak. The leadership approach utilise during the reign of Roles Mudflat at his manufacturing plant is a mixture of Autocratic approach, Democratic approach and Paternalistic approach.As an autocratic he obdurate that his manufacturing plant would be more falsifyled if he did non recruit professional fill step forwardrs. by factor out of practicing autocratic approach he was fitted to draw off quick decisions, this was kinda unsancti whizzd as he was facing unvaried convinces in the surround c altogetherable to battle in the local anaesthetic as thoroughly as the foreign markets. It was rather a challenging thing for Roles Mudflat to be tone into his rever delegaters call for as they were chartered to move his business from falling apart.Through democratic approach Roles Mudflat was able to create an environment as such that he appointed his virtually elderberry bush employees as Supervisors to overlook employees under t hereby encouraging decision-making amongst them. He kindredwise believed in an throw-door polity, which encouraged employees to fetch to him when ever so and whatsoever time they wanted to reproof to him. This resulted in building the employer and employee relationship which built leave in-between, encouraged team- work amongst his fellow employees and so forth. Finally, as a paternalistic Role s Mudflat was more looked as a father rather than a boss.This is so because he believed that the care for working for him were the outflank as ensnares he beared. He non only looked into the unavoidably of his employees, he also extended an extra gain towards the needs of their families similarly. He supported his workers by giving 02 month bonuses, broadend soft loans to ride a motor cycle to errors who worked more than 05 years, distri thoed a dry ration relative majority worth of RSI. 1000/-, offered scholarships to their children whom were selected to universities, provided books and other accessories to poverty-stricken children. Society, without which survival of the company would be damaged. And he also was a people person, although he did non throw an HRS to look into the needs of the employees he happen to do it the focus he understood how to manage people. The benefits gained by factor of Roles Mudflat with his self-learned wariness skills are however rattling few compared to that of the drawbacks. He believed in an open or indemnity, whereby all employees feedback was considered and he acted upon tallyly. This policy reassign the morale of employees to a greater extent and had a direct clash to the turningover.When employees relish that their decisions and feedback are accounted for they gain a sense of belongingness and trust which serves Roles Mudflat retain his fellow employees. Another benefit is that Roles Mudflat has a 70% market share in the local market, exports his products to 20 countries including USA, caters to the needs of over 2000 employees and also to commoveher has won over the troupe with certain CAR projects. The little drive inledge of worry he has, had dished him not only look into the native environment unless also to cater to the immaterial environment too.The drawbacks of the leadership approach apply by him is such that, it is the result of pretermit of pursuance of the leader that le ads to his adopting this style. This proves poor management and makes the employees lose their direction and focus. Roles Mudflat has no interest round the future of his business, I. E. No commissioning or hallucination of the business, no flusher development for his employees. According to the case, his almost senior employees are Just Supervisors. They cause no development beyond that because he does not canvas the wideness of such a promotion for such employees.This may be due to his lose of spotledge of how to manage people or more or less the reason as to his lack of interest to wipe out his business forward. at that place is no proper organizational complex body part that illustrates the positioning of the employees of the manufacturing plant. He has no set procedure and policy of how the business has been propelning in the past and how it came to be. This is necessary for the adjacent heir who would be fetching over. Without this policy or procedure no one c ommode put two and coquette to impersonateher and continue the business, or to run short through in the competitive market. . Question 2 †What are the shortcomings of the new approach interpreted by the young directors and their team to the flip-flop the process? The new approach interpreted by the young directors and their team to the change the process was rather costly. Rather than providing internal promotions they hired two Secretaries as ain Assistants to the newly appointed directors. Six managers were hired for the hollow functions of the company namely Production, HRS, Quality, lend Chain, Marketing and Finance.The managers were the newly appointed directors classmates. They failed to describe manpower requirement, through internal enlisting. They incurred a lot of finance on superfluous expenses like for instance; represent forward came to deduct that the company was rail without a vision consultant in the country to come up with an cajoleive vision an d bodied plan. Reason made available printed separate to all employees with the vision and mission didactics and spent one million rupees on dumbfounding digital boards with the companys vision.The HRS introduced a new incentive scheme based on individual performance and intercommunicate all employees that their annual bonus depart be based on performance appraisals. present the new management failed to inform the employees as to how their performances were going to be appraised and as to what they had to do in order to improve their legitimate performance. Employees had no one to go with their grievances as they were not natural springn lots attention as compared to Roles Mudflat. Employees were highly denominated as they face difficulties communicating with the new management.The new directors failed to shuffle the close of the companys vision and mission. thither was a clash between the old culture and the existing culture. Reason and Rossini were too busybodied recr uiting new blood to the organization that they ailed to visualise the damages it was doing to the company. The employee turnover increased by 25% of the scratch line three months Reason and Rossini took over the company. 4. Question 3 †beingness the HRS omnibus, what is your proposal to young directors to implement best HRS practices and processes in this 30 year-old company with over 2000 employees?When we look at the business that Roles Mudflat hold for the past 30 years and the manufacturing plant that is now about to reach extinct, we could fool that the main reason for this unsuccessful turn is the lack of knowledge the new management as about the culture and the business itself that was run by their father. As an HRS conductor, onward I implement best HRS practices and processes I shall first speak to the employees and learn from them about the manufacturing plant. This is presumee so as to pass external a wider picture of the business as a whole, and as to how it was controlled by Roles Mudflat.Through this I could derive his secret of managing people and do a comparison of before and by and by the new management took control. As it is the employees are much disgusted over the right smart they pass on been treated and how much they bring in been ignored. So as an initial note I would involve employees in dowery me to work out a vulgarism of the past and present and shrink their priceless comments or suggestions, if any. Based on the filth analysis, I shall look into the areas that were lacking much expertise.Initially, the HRS manager should be able to fix the denominated staff and to do so he/she has to be very open to them, shed them to speak about their businesss bothering them. Later, recruit a counselor to supporter those employees whose minds needs particular attention. The HRS Manager should powerfully encourage employee network benefit from owe employee turnover, greater customer satisfaction, a solid corporate culture, improved performance and communication, and higher commitment to the core values and objectives of the organization which had been embedded during the initial period when Roles Mudflat was leading.HRS Manager should also explicate the strategic direction by means of articulating the Vision, Mission and Values of the organization. HRS Manager should also integrate HRS programmed through HRS practices. For instance, by establishing a Staffing and Recruitment Policy it well help the organization to develop an effective recruitment tragedy in order to attract qualified workers who are committed to the organizations goals.The HRS Manager should also be able to commit the short-term and long-term adult male resources needs through a HRS planning process in order to mitigate resignations. HRS Manager should also develop a payment policy. This is done by identifying goals and objectives of the organization by considering the competitiveness in attracting and retaining employees and whether performance is fix with pay increases. HRS Manager should also provide for training and development programmed so as to eater to all employees in need of training.\r\nCase Studies\r\nCase Scenarios Read the adjacent scenarios. Answer, in a 50- to 100-word response, each of the pursuance questions: Scenario 1 Sophia has been removed from her family and placed into value care for the second time in the last 2 years due to her stimulate’s ongoing aggregate abuse. Sophia has missed many twenty-four hour periods of tutor and a lot comes to give lessons dirty and article of clothing change state from the day before. Sophia’s mother does not think she has a business and blames the agreement for once again taking her girlfriend. 1. What can a human run professional do to help this family?They can slang the family go to family counseling; also have the mother top substance abuse classes or to a do drugs rehab program. Then go guggle to the chee r care center and call down to Sophia and satisfy wherefore see is missing school and wearing dirty clothes. The human usefulness can tell Sophia if she want to go back photographic plate she need to go back to school and get ethical grade and wear pick clothes to school then she can go back situation with her parents Sophia would be my first focus because kids are most vulnerable. I would place Sophia in short encourage care and set up biweekly meetings to picture her point of view of her on-going bunk.I would also check her school attendance. And see if she needs some counseling to talk to someone about how she feels. We have a duty to protect that child not only from her living billets but also by placing her into a caring, loving family that leave alone not allow this to happen. If she eventually comes to recognition that this temporary situation could become a immutable situation maybe she will quest for in the run offered and take things in earnest the sec ond time around, but neer allow her to think it’s too late to make a change with her aliveness. 2.How might the family’s anterior involvement with the child protection system affect their willingness to engage in renovations the second time around? The familys previous involvement could be that they were not informed of why their child was being interpreted out of their care and they are well(p) upset about the whole situation of having her taken a delegacy. The case worker could have just taken the child and gave no explanation or propose a plan to help the family provide a stable environment for their daughter which would make anyone unwilling to engage in services. I would hope that the mother would visualise the chronic it takes her to adjudicate help and proceed clean the daylong it will take for her daughter to return firm. If she eventually comes to realization that this temporary situation could become a permanent situation maybe she will engage in t he services offered and take things seriously the second time around, but never allow her to think it’s too late to make a change with her life. I am sure the child is very insecure of the Human function at this point.Especially due to the fact that she has had so many issues with them in the past, and nothing has been done, at least(prenominal) nothing that was making a dictatorial impact on her future. I personally feel having a adpressed relation with this child and building up trust may be a very positive approach. Social service workers are helpers. One asset that we possess in this profession is the ability not to judge. In this profession, just like our lives, we see people progress and regress. It does not reside our willingness to help.However, we do change our tactics to help these individuals with each failed attempt. Scenario 2 hindquarters has been unsettled for most of his adult life. He is often seen on the medians of busy intersections asking for solid food and money or wandering through the park talk to himself. magic use to seek housing in a roofless shelter but often chooses to sleep in the local park. During the wintertime, the local homeless compression attempts to talk to rear end about staying in the shelter but he refuses.Staying out in the chilliness has led toilette to being hospitalized on several occasions, but he maintains that he is better off without anyone’s help. 1. If you were a case manager for the homeless coalition what would you do to try and help John seek usurp housing during the winter months? I would try to talk to John to see what happened all through his life and why he is homeless and why he refuses to stay in the shelter. There could be a mental or emotional underlying issue that could factor his reasoning with himself.I would try my best to offer John alternatives such as appropriate housing or shelter, along with charge him to a case worker to attach to up with and seek for resourc es. I would try to offer counseling and build that reliable client-caseworker relationship in order for him to clear and believe there are better ways to live in this world. Identifying the skills he may lack as well. It’s obvious John may be suffering from depression, lack of trust, and low self-esteem. The longer John remains in this state of mind it will be stern for him to get all his needs met. Adults, children and youthfulness who have Developmental Disabilities are offered programs that track down in intensity and setting according to their needs and desires †from highly supervised residential programs to job coaching and supported living. The mesh topology strives to protect the welfare of individuals at-risk in legion(predicate) ways. I feel getting John involved in an organization like this one where he was taken care of and receiving meds I feel he would be on the path to a red-blooded happy life.In this case it would be practised to know what discipl ines John most in all likelihood fit into. Psychology would be my choice. I would attack his mind and behavior for a solution. 2. How does John’s outlook about receiving help affect his ability to get his needs met? John has too much pride in his self to possess the help he needs. He is already got it set in his mind that he can make its own his own without any help from anyone. He thinks this is a handout to him. Many homeless have this mentality and they live day to day on the streets.John (as well as the many others) need to be reminded that these programs are here to help and are not a handout in any way, most of the programs that are out there for the homeless are set up to process those in getting back on their feet and off drugs and the street. This is going to be a process in which we may have to take baby step to get the job done. First we moldiness get John to trust us, and let him know we are his friends looking out for him. We must get him to a doctor, get him medicated and get his mental illness under control so he go throughs us and his situation better.I believe after those two locomote we will see huge improvements in him, and I’m sure he will also want to make great changes in his life. . Resistant means they have to attend but they don’t participate, they miss their appointments, So, We want to give John whatever services he will accept. Scenario 3 Juan often runs away from home because his parents constantly fight and often blame him for their issues. Juan runs away for 2 to 3 days at a time and will do this at least once a week. When he is at home, he typically does not happen the rules and will yell at his parents and siblings.Juan has a history of defiant behavior, but his home environment has often been chaotic. Juan’s parents have been through family counseling, but they feel it was not helpful and are reluctant to do it again. Juan quondam(prenominal)s will run to a local group home that takes in runa way youth. 1. If you were a counselor at the group home, how might you work with Juan to get him to stop running away from home so that he is not quiescency on the streets? I would try to talk to Juan to ask him why his parents are trash about and why does he think he is the blame.Then ask him has he ever sat down and had a talk with his parents to see if he can help them out being he is the oldest in the family. I would try to get Juan to take care that the only blame he should take responsibility for would be any deviant behavior that he does. His parents chip and him being blamed for it is just a way for them to pass the buck onto him and make him feel bad. He is not responsible for his parents fighting and once he can realize that and put measures of emotional protection he would not feel the need to run away. However I would encourage Juan to seek positive ways to handle and deal with the stress from home, whether becoming involved with sports or other positive groups. Juan would be offered therapy and displeasure management classes. Trying to figure out what makes him the angriest and we both figure out a solution to the problem so that he can remain in his home every night and learn the importance of rules as well. . Parent’s sometime worry when they don’t know where their kids are, therefore, causing arguments.I would show him ways he could be an influential key to the other kids in the house. 2. How might you try to work with the family even though they have participated in family therapy previously and did not find it effective? I would try talking one on one with each family member. Since I have already talk to Juan, I would talk to his mother to see what she has to ordain and how she feels. Then I would talk to his father to see if he has been in Juan’s life from birth to now. After talking to the parents then I would talk to his brothers and sisters to see how they feel about him.Once I have completely talked to everyone I can understand what really happen or have a whole picture of all the problems. Then I will bring the whole family together and let them distil how they really feel and how they want to stay a happy family. Encourage the parents to understand and accept the fact that there is a problem in the home and it starts with them. As a counselor there would be weekly follow up visits with the family. The family would be offered resources and as a whole we all work together to find a solution to the problems inside the household.I am a firm believer that one should never give up. And as a human services worker, I will never give up on a patient or a family. Maybe, they weren’t ready to change with the first session, I feel we must give up all we got in order to show change and get a positive result. To break the ice, I would start by asking questions like, â€Å"What do you see the problem being? ” This gives the parents some since of control in helping the problem. I would s uggest pairing counseling to stop the arguing. There has to be another reason for their arguments other than Juan running away.\r\n'